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Actionable Feedback (Impact of feedback (Factors that drive development…
Actionable Feedback
Impact of feedback
Factors that drive development
Mentoring
Job assignments
Coaching, feedback
Training
38% of feedback do not help performance
Producing actionable feedback
Third-part perspective, Ladder o inference
Case 1 we just cannot trust Bill
Vague feedback and personal attack
Ask for specific examples
Case 2 Pat does not stand firm
Overconfidence, offer no opportunities
Case 3 Jane is not a team player and is contentious
Actionable feedback environment
Feedback giving roles
Ladder of inference
Third part perspective
“I” message
Feedback receiving roles
Ask questions for clarifications and explanations
Third party role
Critical feedback
Hard to give and receive
Alternative
Actionable feedback
Actionable feedback
Produce learning and tangible results
Problems
Cognitive and emotional dynamics
Impacting feedback receivers
Inaccurate self-perception
Attributional bias
Self-serving bias
Actor bias
Reducing self-esteem
Personal attack
Resist learning
Impacting feedback quality
Flawed feedback
Attack person
Change to productive feedback and focus on task
Vague or abstract assertion
Without illustrations
Without clarification
No contexts
Unclear impact and implications for action
Impacting feedback givers
How to assess the quality of feedback
Inference-making limitations
“The ladder of inference"
Depend on what you like to focus and explain
Attributional bias
Actor bias
Stable cause
False-consensus bias
Overly rely on internal attributions
Overconfidence
Third party perspective differences
Key reason
Hard to see limitations in one own feedback
Strong emotions
